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HCM EXAM 1 QUESTIONS & ANSWERS 2024/2025

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HCM EXAM 1 QUESTIONS & ANSWERS 2024/2025 Past HRM - ANSWERSHR manager = paper pushers who organized personnel files (little old lady with gray hair) HR = cost center that eats up profits Administrative and just an expense Didn't make the company money They just did compensation a...

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  • September 19, 2024
  • 42
  • 2024/2025
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HCM EXAM 1 QUESTIONS & ANSWERS
2024/2025

Past HRM - ANSWERSHR manager = paper pushers who organized personnel files (little old lady with gray
hair)



HR = cost center that eats up profits



Administrative and just an expense



Didn't make the company money



They just did compensation and benefits



Present HRM - ANSWERSHR managers create value by managing human capital; deploying talent to help
organization meet its goals



HR = productivity and profit center



training, hiring, finding talent, making sure everyone is happy, motivates



Human Resources - ANSWERSthe people within an organization



Employee engagement - ANSWERSa combination of job satisfaction, ability, and a willingness to perform
for the organization at a high level and over an extended period of time



Cost center - ANSWERSa division or department that brings in no revenue or profit for the organization -
running this function only costs the organization money

,productivity center - ANSWERSrevenue center that enhances profitability of the organization through
enhancing the productivity of the people within the organization



Productivity - ANSWERSthe amount of output that an organization gets per unit of input, with human
input usually expressed in terms of units of time



effectiveness - ANSWERSa function of getting the job done whenever and however it must be done



Efficiency - ANSWERSa function of how many organizational resources we used in getting the job done



Knowledge workers - ANSWERSworkers who "use their head more than their hands" and who gather and
interpret information to improve a product or process for their organizations



turnover - ANSWERSthe permanent loss of workers from the organization



absenteeism - ANSWERSthe failure of an employee to report to the workplace as scheduled



sustainable competitive advantage - ANSWERSA capability that creates value for customers that rivals
can't copy quickly or easily, and allows the organization to differentiate its products or services from
competitor products



Technical skills - ANSWERSthe ability to use methods and techniques to perform a task



Interpersonal skills - ANSWERSthe ability to understand, communicate, and work well with individuals
and groups through developing effective relationships



Empathy - ANSWERSthe ability to put yourself in another person's place- to understand not only what
that person is saying but why the individual is communicating that information to you



Conceptual and design skills - ANSWERSthe ability to evaluate a situation, identify alternatives, select a
reasonable alternative, and make a decision to implement a solution to a problem

,Business skills - ANSWERSthe analytical and quantitative skills, including in-depth knowledge of how the
business works and its budgeting and strategic planning process, that are necessary for a manager to
understand and contribute to the profitability of their organization



HR Managers' Challenges: Control - ANSWERSNo direct control over people

- Productivity:background check, flexible work days, career opportunities

- Job satisfaction: work space, fair compensation, time off, letting them chose and have a say
(independent)

- Turnover: when people leave an organization it is very expensive: takes 6 months to learn and make the
company money

- Absenteeism: people not showing up for work (time off without pay but not vacation), sick time (hurts
productivity), burnout day, PTO bad (Paid time off --> carries over, sick, vacation, can be used for
anything)



Therefore they must create workplace conditions that foster employee willingness and desire to come to
work and perform effectively and efficiently

- Benefits that keep people with us: cafeterias, pet insurance, time off, company car



HR Strategy - ANSWERSShift from reactive to proactive



Creating competitive advantage

- What company does well, that is not easily duplicated by others, and helps us to make money

- Reaching goals set in strategic plans

- Sitting at the table --> needs to be included with vice president of marketing, finance supply chain, etc.
(Google: People in strategy)



The Main Goals of Strategic HRM - ANSWERSEncourage employees through motivation, leadership,
environmental analysis and organizational changes that work to improve job satisfaction



Employee engagement --> increases productivity --> job satisfaction --> lowers absenteeism and turnover



Recurring from different industry, organizational changes, working remotely, structure

, Technology and Knowledge in HRM - ANSWERSChange from administrator to strategic partner

- Less "labor intensive" more technology intensive (for things like benefits and compensation)

- Knowledge work (research)

--> understanding the best way to interview (virtual or face-to-face), see communication skills, see eye
contact, see how you work under pressure



Talent Pool and Demographic Challenges for HR managers - ANSWERSIncreased competition to hire and
retain talent with right skills, at the right time, and in the right place

- Basic HR equation



Cultural flexibility required for changing workplace demographics

- Generational differences: all different people bring different personalities to work

- Affinity groups: groups of people that have similar characteristics --> Penn State group women in
business --> not their social lives, company wants employees to feel connected to community and
company (about retention)

- Work styles: all different people born different personalities into the workplace --> talking on the phone
or texting

- Abilities verse disabilities: more people now in the workforce with disabilities

- Just to name a few!



Focusing on what employees can bring to the work force, not what they can do



SHRM Competency Model - ANSWERSCOMPETENCY: what you can do with a skill



Relationship management: team, customers, maintaining relationships, business partners



Ethical practice: be confidential, have a lot of info about people's lives



HR expertise: specialize in compensation, training, benefits, etc.

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